Classified Staff

Compensation actions for contract-classified staff are subject to the terms of bargaining agreements. The following information and procedures pertain to UW Tacoma classified employees. Human Resources is available to consult with employees or managers regarding compensation requests.

Position Reclassification

A classified employee or their manager may request to have their position reviewed for possible change in job classification when the current job specification no longer matches the position's assigned duties and responsibilities. Review process information for Classified Position Reviews.

Action required

Department must submit the completed forms below to UWT HR for campus review:

Career Enhancement and Growth Program

Have been in the same job classification at the highest automatic increment step or an intermediate CEGP step in the same job classification for a minimum of one year; and,

Whose development of skills, increased productivity, or permanent assumption of higher-level duties have resulted in service enhancements or efficiencies exceeding those normally expected of someone in the employee's classification (but which do not otherwise qualify the employee's position for reclassification).

Action required

Department must submit the completed forms below to UWT HR for campus review:

Salary Adjustment - Recruitment/Retention Program

This program allows supervisors to award additional salary increment steps to both classified non-union and contract classified staff to address serious salary equity/alignment or retention issues.

There is no limit to the number of additional steps that may be approved at one time, but the additional salary increment increase cannot exceed the top automatic increment step of the employee's range, and it does not change the employee's periodic increment date.

Action required

Department must submit the completed forms below to UWT HR for campus review:

Temporary Salary Increase

Supervisors may temporarily assign a classified non-union or contract classified employee the duties of a higher-level classified or professional staff position in accordance with the provisions of the applicable civil service rules or labor contract.

Recognition and reward-eligible contract classified staff whose development of skills, increased productivity, or permanent assumption of higher-level duties have resulted in service enhancements or efficiencies exceeding those normally expected of someone in the employee's classification (but which do not otherwise qualify the employee’s position for reclassification)

Action required

Professional Staff

Compensation actions for professional staff are at the discretion of the department.

Position Review for Reclassification

University of Washington Tacoma professional staff positions may be reviewed for correct title, salary amount and salary grade for various reasons, including significant changes in supervisory, financial and policy development responsibilities and/or level of judgement, knowledge and skill required or complexity of duties and responsibilities, as specified in the Professional Staff Program.

This review process also applies to a monthly-paid classified or academic employee where the unit’s administration believes the position meets one or more of the criteria for the professional staff exemption (scroll down to Appendix: Exemption Criteria).

The department/division must cover the full cost of any salary adjustment and will need to indicate how this expense will be covered by their budget prior to campus approval.

UW Tacoma Professional Staff who have received any salary increase, including an increase related to a position review, within 6 months prior to the merit increase effective date may NOT be eligible for a merit increase.

It is the responsibility of the staff employee’s dean or director to consult with UWT HR regarding any position review. Supervisors or dean/directors should contact UWT HR before assigning higher-level duties outside of an employee's current job description to discuss and plan for a position review or other processes as appropriate. UWT HR will review the data and provide recommendations. Departments must obtain written approval from both UWT HR and UWHR as appropriate, prior to committing to or communicating any salary increase to staff employees. Caution must be exercised in preliminary conversations with staff regarding potential salary increases. Inappropriate communication regarding salary increases (i.e. promise of increase or suggestion of promise made to an employee prior to approval) can create unfounded expectations and bind the university beyond the delegated authority of a supervisor or dean/director. Departments must also determine how their budget will cover any salary increase requested.

Action required

Department must submit the completed forms below to UWT HR for campus review:

In-grade Salary Adjustment

University of Washington Tacoma professional staff may be eligible to receive an in-grade salary increase when the current salary grade is appropriate, but a salary increase is desired for reasons such as change in level of duties and responsibilities, meritorious performance with increased level of functioning, or internal or external equity.

The department/division must cover the full cost of the temporary pay increase and will need to indicate how this expense will be covered by their budget prior to campus approval.

Action required

Supervisors should review information for a Professional Staff In-grade Salary Adjustment and contact UWT HR if they are considering requesting an in-grade increase for retention of a critical position. Department must submit the completed forms below to UWT HR for campus review:

Action required

Student Employees

Student employees fill an important role at UW Tacoma and perform many tasks that are necessary for efficient and effective operations. Students should be compensated appropriately based on their skills, experience and the job duties they are hired to perform. Departments are also responsible for ensuring that enrollment requirements are met for all students classified as student employees.

Student Assistants

Generally, student employees at UW Tacoma are classified as UWT student assistants (job code 0888). Student assistants may perform a variety of support tasks. Student employees in this classification are subject to a pay rate of $12/hour to $29.47/hour. Review additional information on student employment.

Academic Student Employees

Some students are classified as Academic Student Employees (ASE), and are covered under a bargaining contract with AFL-CIO Local Union 4121. This includes students who perform duties such as tutoring, grading, research and teaching and should be classified using appropriate class codes. Student employees in this classification are subject to a pay rate of $15.45/hour to $29.47/hour. Graduate students covered by the ASE contract should be compensated based on the pay structures outlined by the Graduate School and the ASE contract. Refer to the UW/UAW Local 4121 Contract for guidance on the appointment, compensation and employment of academic student employees.

FAQs - Pay

If you have other questions about compensation practices please contact UWT HR.

What funding sources are available for a position?

Staff positions may be funded permanently, with dedicated staff salary lines, or on a temporary basis, with a temporary staff budget line. Both of these funding sources cover the benefit-loading rate (the funds for which having already been deducted, are held in a central budget). Funding may also come from a grant budget, as specified by the grant award. Dollars from operating budgets may be moved to cover wages. The benefit-loading rate must be covered in addition to wages for funding sources other than state salary budgets.

How do I make a salary offer?

Once a final candidate has been identified, the hiring manager should complete the Request for Salary Offer Approval Form and forward it to UWT HR. UWT HR will review the salary offer, secure additional approvals as needed, and notify the hiring manager via email when the offer is approved. At that time, the hiring manager is free to contact the candidate to make a contingent offer pending a successful background check, if applicable. The hiring manager should notify UWT HR when the offer has been accepted and the start date has been identified.

Who is eligible for compensatory time and overtime?

Overtime eligibility for classified staff positions is indicated on the classified staff classification and pay table. Professional staff positions that are eligible for overtime have payroll title codes that begin with a “9”.

Employees who are eligible for overtime are also eligible to accrue compensatory time, at the employee’s request and with the supervisor’s approval. Accrued comp time must be used by June 30 of every year for classified employees and December 31 of every year for professional staff employees.

Exempt employees cannot accrue compensatory time other than holiday compensatory time (when a holiday falls on the employee’s regularly scheduled day off).

Where can I find out about compensatory time and overtime?

How long does it take to do a position review or re-classification?

A position review takes time, especially for the review in UWHR. You should expect that a reclassification could take 60-90 days.

When should I request increases for my staff?

Classified staff increases may be requested for the following reasons: 1) temporary assignment of higher-level duties; 2) movement to another position with a higher salary through the competitive application process; or 3) assignment to a higher classification through the position review process based on the assumption of higher-level duties that are outside the scope of the current classification; 4) to address serious salary equity/alignment or retention issues (Salary Adjustment - Recruitment/Retention Program); or 5) recognize and reward eligible contract classified staff whose development of skills, increased productivity, or permanent assumption of higher-level duties have resulted in service enhancements or efficiencies exceeding those normally expected of someone in the employee's classification (but which do not otherwise qualify the employee's position for reclassification).

Professional staff employees may be granted salary increases for various reasons, including the following: 1) temporary assignment of duties at the same level or higher; 2) change in level of duties and responsibilities; 3)employment offer or active recruitment from outside the University; 4)internal or external equity.

How does my department pay for increases in salary?

Funding for classified positions is budgeted at the top step of the salary range, which will cover all increases up to the top step. Increases due to position upgrades/reclassifications, temporary assignment of higher-level duties (or additional duties for pro-staff employees) or Career Enhancement/Growth Program increases for SEIU-classified may come from salary savings, operational budgets, or temporary funds. Contractual increases (such as cost-of-living increases and across-the-board increases) are funded centrally. If the position is funded on a grant budget, the grant award should be reviewed for allowable allocations. The benefit-loading rate must be covered in addition to wages for funding sources other than state salary budgets.

How do I do a temporary salary increase for faculty?

What other forms of compensation exist?

In addition to the compensation practices or programs described above, classified employees may be eligible to receive premium pay such as shift differential pay, standby pay, call back pay, etc. To determine which premium pays apply, consult the applicable labor contract or for classified non-union employees, review the University's Salary Determination Policy for Classified Non-Union Staff.